Exploring Factors Contributing Towards the Employee’s Turnover in Coffee Shop Sector in Newcastle, UK

Abstract

This study investigated perceptions of coffee shop employees' turnover intention in the city of Newcastle, UK. The study also highlighted key factors such as job satisfaction, career development and workload toward employee's turnover are discussed. A mixed-methods approach was employed, involving both quantitative and qualitative (naturalistic) data and data analysis. Participants included male and female coffee shop employees (N = 35) were recruited. Analysis of data from numerous sources (questionnaires, and semi-structured interviews) indicated differences among the employees in relation to perceptions of the three key factors that associated with the employees’ turnover intention ( job satisfaction, career development and extensive workload) but in general it was clear that the coffee shop sector in its current form is not meeting the employees’ needs and expectations. The findings of the study revealed the means of identifying those needs and the failure of the coffee shop sector to meet employees’ needs. Furthermore, the results showed that some evidence of employees' payment scale in various job levels being the potential factors of the causes to employee's turnover intention and its antecedents. The study provided recommendation and practical implications whereby practical solutions could be implemented and practical practices, to retain effective workers to reducing employees’ turnover process. To sum up, recommendation in which employers can provide a positive working environment that possess job satisfaction, a continuous career development, and devoting the normal amount of workload was also recommended. Thus, employees’ turnover intention reduced, and staff productivity will raise.